Public Sector Recruitment

The Hon. J.R. RAU (Enfield—Deputy Premier, Attorney-General, Minister for Justice Reform, Minister for Planning, Minister for Industrial Relations, Minister for Child Protection Reform, Minister for the Public Sector, Minister for Consumer and Business Services, Minister for the City of Adelaide) (14:10): I seek leave to make a further ministerial statement.

Leave granted.

The Hon. J.R. RAU: I wish to give the house further details about the case of the former chief information officer at the Department of the Premier and Cabinet that has been the subject of recent media reporting. I do so in my capacity as Minister for the Public Sector, upon advice from DPC.

Let me be clear: the hiring and firing of staff is entirely a matter for the chief executives of government departments. In this case, I have been informed that the position of chief information officer at DPC was advertised with a closing date for applications of 26 May 2017. Following a competitive selection process, the new chief information officer was appointed on a three-year contract. It became clear shortly after she commenced her role on 3 August 2017 that there were serious questions about her capacity and conduct.

As a result, in correspondence dated 8 September 2017 she was directed to remain absent from duty. The chief executive, Dr Don Russell, terminated the executive's employment effective 19 September 2017, exercising the powers under section 54(1)(d) of the Public Sector Act 2009 on the grounds of misconduct. A contractor engaged by the former chief information officer has also had their contract of service terminated effective 18 September 2017.

As the circumstances surrounding this matter are now before the courts, I will not canvass particulars of allegations that will be the subject of those proceedings. I am further advised that the contract of service of a senior ICT contractor who assisted in the selection process was concluded effective 22 September 2017. The chief executive of DPC established an immediate inquiry into the recruitment process that resulted in this employment.

Following his receipt of the review, Dr Russell has ordered that all future senior appointments be subject to a detailed police and security check; rigorous verification of work history, qualifications and referees prior to an offer of employment in line with the mandatory requirements outlined in the new Guideline of the Commissioner for Public Sector Employment: Recruitment, which came into effect on 6 July 2017; forensic investigation of candidates' social media profiles; and communications across DPC to ensure that selection panel members are conversant with the selection processes, including due diligence obligations. These measures have been introduced with immediate effect.